The Americans with Disabilities Act of 1990 (ADA) protects qualified individuals with a disability from discrimination in employment. A disability is defined as a physical or mental impairment that substantially limits one or more major life activities; a record of such impairment; or being regarded as having such an impairment.
Employer Responsibilities
Employers with 15 or more employees are prohibited from discriminating against individuals with a disability in actions of recruitment, pay, hiring, firing, promotion, job assignments, training, leave, lay-off, benefits, and all other employment related activities. The Equal Employment Opportunity Commission (EEOC) provides detailed information on employer responsibilities and frequently asked questions.
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Reasonable Accommodations
To receive protection under the ADA, an individual must be qualified to perform the essential functions of the job with or without reasonable accommodation. Employers must help identify and provide a reasonable accommodation for qualified individuals. For additional guidance regarding reasonable accommodations please see the links below from the EEOC:
ADA: The Law
The following is a link to the text of Titles I and V of the ADA. Title I prohibits employment discrimination against qualified individuals with disabilities, while Title V contains provisions which apply to the Equal Employment Opportunity Commission (EEOC) enforcement of Title I.
View ADA legal information
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